Analytics is already the differentiating advantage of companies.  If HR wants to be a business partner, have a seat at the table or otherwise be valued it MUST learn how to apply descriptive and predictive analytics.

The Basics
Analytics stem from basic metrics.  You need to know how, when and where to apply measures of cost, time, quantity, quality and human reaction (manager and employee satisfaction).  This is laid out in detail with examples of nearly 50 formulas in How to Measure Human Resources Management-3rd edition, AMAZON @ $34.65.  For 25 years (updated twice) it has been the seminal text on the topic.

Second Level
Once you understand how to measure you need to apply it to show HR’s value.  The question is how to show the effects of change in say, cost or timely delivery of HR services on organizational operations.  Beyond that, how will this affect corporate initiatives and finances?  The cross level connections are described and illustrated in The ROI of Human Capital, 2nd edition, AMAZON @ $34.94.  This book won the SHRM Book of the Year.

Predictive Analytics
If you want to really be a player you can now move to predictability focused on intangibles.  Predictability is achievable through elements such as leadership, engagement, readiness, capability (not competence which is about current ability), and culture that drive future outcomes.  This will be detailed in my new book, The New HR Analytics, due out in April from AMACOM Books.

Beyond these if you need help give me a call: 408 223 7750 or an email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it .

Dr Jac